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Intermediary liability in India is governed by section 79 of the Information Technology Act (“IT Act”).This section provides safe harbour protection to intermediaries for third-party information, subject to compliance with due diligence obligations under the Information Technology (Intermediary Guidelines and Digital Media Ethics Code) Rules,...

For decades, Indian arbitrations carried a quiet paradox. Disputes meant to be decided by neutral adjudicators often began with one party holding the unilateral power to appoint the sole arbitrator. It was particularly common in contracts involving public sector entities where arbitration clauses sat uneasily...

The workforce is the single most dominant input for all kinds of businesses. India always had a labyrinth of laws applicable to blue and white-collar workforce that regulate practices, procedures and rights and obligations of employers and employees in their day-to-day relations.

It is common for employers to include restrictive covenants in employment contracts such as. exclusivity, non-compete and non-solicitation. The intent behind these covenants is to protect employers by preventing employees from releasing sensitive information, misusing business relationships or join competing business while serving the employer.

The Supreme Court’s ruling in Kalyani Transco v. M/s Bhushan Power & Steel Ltd. & Ors. addresses whether procedural irregularities that occur during the Corporate Insolvency Resolution Process (“CIRP”) are sufficient to undo an approved resolution plan under the Insolvency and Bankruptcy Code, 2016 (“Code”).